Retaliation & wrongful termination.
Direct answers to the questions workers ask most often, with primary sources beside the legal rules they support.
Can a former employer give me a bad reference because I complained?
Retaliation protection does not stop when the job ends. An untruthful negative reference, or one that mentions your complaint, can be unlawful.
Read the guide →Can I be fired for reporting harassment at work in California?
California law makes it illegal to fire, demote, or punish you for reporting harassment in good faith, even if the underlying claim is never proven.
Read the guide →Can I be fired for reporting harassment at work in Nevada?
Fired after reporting harassment in Nevada? Retaliation is a separate NRS 613 violation with a 300-day NERC window. What counts and what to do.
Read the guide →Can I be fired for reporting harassment at work in Texas?
Texas Labor Code section 21.055 bars retaliation for reporting harassment. The TWC filing window is short, and a late filing can end the claim.
Read the guide →Can I be fired for reporting harassment at work in Washington?
RCW 49.60.210 makes retaliation an unfair practice in Washington. The Human Rights Commission window is six months; employers of eight are covered.
Read the guide →Can my employer demote me after an HR complaint?
Demoted after an HR complaint? A downgrade tied to protected activity can be retaliation on its own. What counts, and the windows to act.
Read the guide →Fired after reporting harassment in Colorado: what now?
Punished or fired after reporting harassment at a Colorado job? Retaliation is a separate CADA violation with a 300-day CCRD window. What counts and what to do.
Read the guide →How do you prove retaliation at work?
Retaliation claims have three elements, and most turn on the third. How the EEOC frames causation, what evidence carries weight, and how to build proof.
Read the guide →My hours were cut after I complained. Is that retaliation?
Hours cut after you complained? Schedule retaliation counts even without a firing. What the EEOC treats as adverse, and what to save.
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